Choosing the Right Questions: What Employers Should Ask in Interviews

Which of the following questions is inappropriate for an employer to ask a job applicant?

• A. What kind of discharge did you receive from the military?
• B. How would your previous boss describe you?
• C. Why would you make a good employee?
• D. What were your duties in your previous position?

Answer: (A)

The question about the type of discharge received from the military is considered inappropriate because it can lead to discrimination against individuals based on their military service. The nature of a military discharge can include sensitive information that may not be relevant to the applicant's capabilities for the job. Employers should focus on qualifications, experiences, and how they relate to the position rather than delving into potentially sensitive personal or legal issues tied to military service. In contrast, the other questions are relevant to assessing the applicant’s suitability for the position. Asking how a previous boss would describe the applicant can provide insights into their work style and interpersonal skills. Inquiring why the applicant would make a good employee helps to understand their self-perception and motivation, while questioning the duties held in a previous position allows employers to gauge the candidate's experience and competencies directly related to the job for which they are applying. These questions are appropriate as they relate to job performance and fit within the workplace environment.

When it comes to interviewing potential candidates, asking the right questions can make all the difference. So, what do you think? Every interviewer wants to find that perfect fit for their team, especially in fields as sensitive and crucial as Long Term Care Administration. But not every question posed is appropriate, or even helpful. Take, for example, the question about a candidate's military discharge. Did you know this question might not just be inappropriate, but could even lead to discrimination? Let’s wander through the ins and outs of interview questioning—specifically what to ask and what to avoid.

Imagine sitting across from a job applicant who’s had a military background. Now, it could be fascinating to hear about their experiences, right? But asking “What kind of discharge did you receive from the military?” strolls into dangerous territory. This inquiry isn’t just irrelevant to evaluating job qualifications; it's the kind of question that can inadvertently cast a shadow over the applicant’s chances by focusing on potentially sensitive information. No candidate should feel uneasy or defensive when they walk into an interview.

Instead, how about those other questions that drive to the heart of who the applicant is and how they can contribute? Questions like “How would your previous boss describe you?” or “What were your duties in your previous position?” are not just acceptable, they’re downright smart! These questions provide insights into the candidate’s work style, interpersonal relationships, and skills—elements that actually matter in evaluating fit for the organization.

Parsing through the depths of an applicant’s self-perception can be enlightening, too. Asking, “Why would you make a good employee?” allows candidates to shine a light on their motivations and aspirations. Here’s the thing: understanding how they see themselves in the professional sphere can help you determine if their vision aligns with your organization’s goals.

When gearing up for an interview as a Long Term Care Administrator, honing in on these appropriate queries is vital. They not only respect the boundaries of personal and sensitive information but also foster an environment of trust and open dialogue. Isn't that what we all want in our workplaces?

In conclusion, the questions you choose to ask can set the tone for the entire hiring process. The art of interviewing is all about giving voice to the right topics while sidestepping the landmines. So, get prepared, familiarize yourself with effective questioning strategies, and ensure that you’re inquiring about qualifications and skills relevant to your organization's needs. After all, it’s all about finding that perfect match in a way that’s fair, respectful, and truly reflective of the potential ahead.